MAINE SCHOOL ADMINISTRATIVE DISTRICT #34
Belfast Belmont Morrill Northport Searsmont Swanville
office of the superintendent – po box 363 – belfast me 04915
Telephone: 207 338-1960 FAX: 207 338-4597
SCHOOL BOARD POLICY MANUAL
Section G: Personnel
Code |
Description |
Adopted/Revised |
GA |
Personnel Goals/Priority Objectives |
6/26/01 |
GAB |
Job Descriptions |
6/26/01 |
GBB |
Staff Involvement in Decision-making |
6/26/01 |
GBCBA |
Staff Dress Code |
6/26/01 |
GBE |
Staff Responsibilities |
6/26/01 |
GBEB |
Staff Conduct |
6/26/01 |
GBEBC |
Gifts and Solicitations by Staff |
6/26/01 |
GBEBD |
Nepotism |
6/26/01 |
GBEC |
Drug Free Workplace |
6/26/01 |
GBGE |
Return to Work and Light-Duty Assignments |
7/13/06 |
GBI |
Staff Participation in Political Activities |
6/26/01 |
GBJ |
Personnel Records and Files |
6/26/01 |
GBJ-R |
Administrative Procedures, Personnel Records |
6/26/01 |
GBJC |
Retention of Application Materials |
6/26/01 |
GBO |
Family and Medical Leave (FMLA) |
2/29/00 |
GB0-R1 |
Administrative Procedures, FMLA |
2/29/00 |
GBO-R2 |
Administrative Procedures, FMLA, Maine |
2/29/00 |
GCD |
Professional Staff Hiring |
6/22/04 |
GCDA |
Staff Certification |
6/26/01 |
GCFB |
Recruiting and Hiring of Administrative Staff |
7/12/1994 |
GCFB-R |
Administrative Procedure Recruiting and Hiring of Administrative Staff |
4/30/04 |
GCG |
Substitute Pay Scale |
7/13/06 |
GCG-E |
Substitute Pay (Board Minutes) |
10/04/04 |
GCI |
Staff Development Opportunities |
6/26/01 |
GCK |
Staff Assignments and Transfers |
6/26/01 |
GCKB |
Professional Staff Meetings |
6/26/01 |
GCO |
Evaluation of Staff |
6/26/01 |
GCOA |
Evaluation of Support Staff |
6/26/01 |
GCOC |
Evaluation of Administrative Staff |
6/26/01 |
GCQ |
Resignation of Staff |
6/26/01 |
GDA |
Support Staff Positions |
6/26/01 |
GDF |
Support Staff Employment |
6/26/01 |
Section GA PERSONNEL GOALS/PRIORITY OBJECTIVES
Through its personnel policies, the School Board will establish a school environment that will attract and maintain the best-qualified persons whose mission will be to provide optimal learning opportunities for the students enrolled in the schools of MSAD #34.
The goals on which these policies are based are:
To recruit, select, employ and retain the best qualified personnel to staff the District’s schools
To provide appropriate staff compensation and benefit programs to attract and retain high quality employees
To provide professional development for all employees to improve their performance
To conduct an employee evaluation program that will contribute to the continuous improvement of staff performance
To assign personnel to ensure that they are used effectively
To develop the quality of human relationships necessary to obtain maximum staff performance and a high level of job satisfaction
The Superintendent will assess the effectiveness of the School District in meeting the established personnel goals and priority objectives.
Adopted: June 26, 2001
Section GAB JOB DESCRIPTIONS
In order for the District to function most efficiently and effectively, the duties and responsibilities for each position, along with the skills, knowledge and abilities required to perform those duties, shall be set forth in written job descriptions.
The Superintendent is responsible for job description development, as well as review/revision as warranted, but not less often than every five years. Development, reassessment and revision of job descriptions shall include input from administrators and other staff members affected by the position to ensure that the information contained reflects the requirements of the position.
Legal Reference: 20-A MRSA 1001.13
Adopted: June 26, 2001
Section GBB STAFF INVOLVEMENT IN DECISION-MAKING
The formulation of policy involving the curriculum, instruction and the overall school program is one of the primary responsibilities of the Board of Directors and the Board reserves the right to make the final decision regarding such policies. The Board believes that the best interests of the District’s students should be the principle guiding the adoption of all educational policy. The Board further believes that appropriate input from the professional staff is important to the decision-making process.
The Superintendent shall ensure that there is a process in place to encourage meaningful professional staff input prior to making recommendations regarding curriculum, instruction and the school program to the Board. The process should be conducted in a spirit of cooperation with a clear focus on student learning as the most important function of the schools, and with the understanding that the staff is collectively responsible for student performance.
The Superintendent shall ensure that the administrative team has the appropriate support to lead an effective instructional program with a consistent focus on student learning and outcomes.
Legal Reference: 26 MRSA 965
Adopted: June 26, 2001
Section GBCBA STAFF DRESS CODE
In dress, conduct, and interpersonal relationships, teachers and other staff members are continuously observed by students. In that regard, teachers and other staff members serve as role models for their students and it is of paramount importance that the members of the staff set good examples in conduct, manners, dress and grooming.
Employees shall exhibit personal cleanliness, neatness and good grooming. Employees will wear appropriate dress that is suitable for the job at hand.
Adopted: 1984
Revised: February 1, 1993
Revised: June 26, 2001
Section GBE STAFF RESPONSIBILITIES
All staff members have a responsibility to make themselves familiar with, and abide by, the Statutes of the State of Maine, as they affect education, the policies of the MSAD #34 School District and the procedures designed to implement such policies.
The first responsibility of the instructional staff is the education of the students. Also essential to the success of ongoing school operations and the instructional program are the following specific responsibilities, which are required of all personnel:
* Regular and punctual attendance at work with the timely notification of appropriate personnel about absences and coverage
* The maintenance of confidentiality about all written and oral student records
* Support and enforcement of policies of the Board and procedures of the school administration
* Concern and attention toward their own and the Board’s responsibility for the safety and welfare of students, including the need to ensure that students are under supervision at all times when on the school campus
* Diligence in submitting required reports promptly
* Care and protection of school property
* Respect for the legal and human rights of students, staff and parents
* Maintenance of high standards of ethics in interactions with students, parents and other staff members
Adopted: June 26, 2001
Section GBEB STAFF CONDUCT
The Board reaffirms one of the oldest beliefs in education: One of the best methods of instruction is that of setting a good example. To that end, it is the expectation of the Board that the staff of the District will serve as positive role models for students.
The personal life of an employee will be the concern and warrant the attention of the Board only as it may directly prevent the employee from effectively performing assigned functions during duty hours or as it violates local, state or national law or contractual agreements.
Employees will not bring a dependent child to the premises of his/her employment for the purpose of childcare during work hours of his/her employment except with the explicit permission of the supervisor. Likewise, the school district does not permit the extended presence of non-employees in the workplace (except school volunteers).
The Board expects all employees to behave in a proper manner. Behavior considered unacceptable will lead to disciplinary action. The following list contains examples of actions that are considered misconduct while on duty as a District employee. The list is not all inclusive.
- Fighting or the deliberate harming of another
- Being absent without approval
- Refusing to follow a supervisor’s instructions and directions
- Destroying school property intentionally
- Using obscene language in the presence of students
- Having any interaction/activity of a sexual nature or intent with a student
- Knowingly presenting false information
- Possessing a weapon on school property
- Using school property without proper authorization
- Being under the influence of alcohol or illegal drugs on school property or while on duty as a District employee
- Behaving in any inappropriate manner to the extent that such behavior adversely affects the employees ability to perform appropriately his/her duties
Adopted: June 26, 2001
Section GBEBC GIFTS AND SOLICITATIONS BY STAFF
Employees are prohibited from soliciting funds in the schools for any cause other than those approved by the Superintendent. The selling of merchandise to students is prohibited except in cases where this has been approved in advance by the employee’s supervisor. In no case will this activity impact on instructional time.
Students and their parents are not encouraged to present gifts to school district employees. The employee should not accept any gift or favor that might impair or appear to influence professional decisions or actions.
Adopted: June 26, 2001
Section GBEBD NEPOTISM
In order that there be no conflict of interest in supervision and evaluation of employees, at no time may any staff member be directly responsible for the supervision and/or evaluation of any employee who is a relative. For the purposes of this policy, a relative shall mean husband, wife, children, brother, sister, mother, father, mother-in-law, father-in-law, grandparents, grandchildren and any person living in the household of the employee.
Adopted: June 26, 2001
Section GBEC DRUG FREE WORKPLACE
The Board of Directors recognizes that alcoholism and drug dependency are treatable diseases. Left untreated, they may result in serious personal and family problems. At the same time, the Board is also seriously concerned about the effects of alcohol and drug dependency upon an employee’s job performance and ability to serve as a role model for our students.
The Board believes strongly that all employees and students should be able to work and learn in an environment free from alcohol and drug abuse. Accordingly, the Board expects all employees to report for work and to perform their duties in a manner which does not jeopardize the health, safety and well-being of co-workers and students.
No employee shall distribute, attempt to distribute, dispense, possess, use or be under the influence of any alcoholic beverage, malt beverage, wine or other intoxicating liquor. Nor shall an employee unlawfully manufacture, distribute, attempt to distribute, dispense, possess, use or be under the influence of any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, anabolic steroid or any other controlled substance (as defined in schedules I through V of section 202 of the federal Controlled Substance Act [21 USC section 812]; by regulation at 21 CFR section 1300.11 through 1300.15; and in 17-A MRSA section 1101. This applies before, during and after school hours at school or in any other School District location, defined as follows:
“School District location” means in any school building or on any school premises; in any school-owned vehicle or in any other school-approved vehicle used to transport students to and from school or school activities; off school property at any school-sponsored or school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the School District; or during any period of time such employee is supervising students on behalf of the School District or otherwise engaged in School District business.
Any employee who suspects that he/she may have an alcohol or drug dependency problem is strongly encouraged to contact his/her supervisor to seek voluntary diagnosis and treatment. The employee will be provided a confidential referral to an outside agency upon request and assisted in determining the extent to which insurance coverage to help pay for such services is available. All voluntary referrals shall be kept confidential.
Any illegal use, possession, furnishing, selling, attempting to sell or provision of assistance in obtaining alcoholic beverages or scheduled drugs not covered by the preceding paragraph may, depending upon the circumstances, constitute sufficient grounds for discipline, up to and including dismissal. Referrals under foregoing paragraphs of this policy will not preclude disciplinary action under this paragraph, depending upon the circumstances.
As provided in the Drug-Free Workplace Act of 1988, any employee is required to notify the School District of a criminal or civil conviction for a drug violation occurring in the workplace no later than five calendar days after such conviction. In turn, the Superintendent, within ten (10) calendar days of learning of such a conviction, is to give written notification to the U.S. Department of Education and to any other federal agency from which the District receives grant funds.
Appropriate disciplinary sanctions shall be taken against any employee who violates the terms of this School District’s drug and alcohol policy, up to and including dismissal.
The Superintendent shall be responsible for developing and administering appropriate procedures to implement this policy.
A copy of this policy is to be given to all current employees and to new employees at the time of their employment and is to be posted in appropriate locations throughout the District.
Legal Reference: 21 USC, section 812 (Controlled Substances Act)
21 CFR, sections 1300.11-1300.15
Federal P.L. 101-226
17-A MRSA, section 1101
Adopted: January 9, 1990
Revised: January 20, 1993
Revised: June 26, 2001
Section GBGE RETURN TO WORK AND LIGHT-DUTY ASSIGNMENTS
The Board of Directors believes that it is in the best interest of both MSAD #34 and employees who have suffered workplace injuries or illnesses to return to the work environment as soon as possible. Further, the Board recognizes the need for a program to effectively manage workers’ compensation costs throughout the system, while conserving its most valuable resources – the skills, knowledge and experience of its employees. To that end, the Board supports the establishment of a comprehensive return-to-work program, including temporary modifications or “light work” within their duty assignments, whenever appropriate, to minimize lost time and facilitate an employee’s transition back to regular or full-time work.
Modified or light-duty assignments, including modified work schedules, will be designed to accommodate job restrictions specified by the health care provider or providers designated by the employer. Modified or light-duty assignments are intended to address short-term medical restrictions, and are not to be used as a means to establish new assignments or displace other employees.
The Superintendent or designee shall be responsible for developing administrative procedures to
implement a return-to-work program, including provisions for monitoring of modified duty assignments by the employee’s supervisor, healthcare provider, MSAD #34’s Workers’ Compensation Coordinator and the workers’ compensation insurance claims adjuster.
Adopted: July 13, 2006
Section GBI STAFF PARTICIPATION IN POLITICAL ACTIVITIES
The Board of Directors recognizes that an employee of the School District has civic responsibilities and /or rights, including the right to vote; to be an active member of the political party of choice; to campaign for candidates for election to public office; and to seek, campaign for, and serve in public office. The Board of Directors encourages employees to exercise full rights of citizenship in the community during off-duty hours.
In fulfilling the responsibility of an employee of the School District, the employee will not exploit the privileges of his/her position. The employee will not exploit students in any way for political purposes for him/herself or for any party or candidate. For example, the employee will not solicit students to contribute to or participate in a political campaign.
An employee of the School District may be granted an unpaid leave of absence for a definite period for the purpose of serving in public office.
Political activities of all School District employees must be conducted outside of school hours and off school premises except for election day campaigning near the polling places as allowed by law.
Employees are prohibited from the circulation of political literature for or against any candidate or cause within the school. Further, the posting of such literature is prohibited in the schools or on the school premises.
Nothing in this policy is to be construed as precluding mock elections, debates, conventions, or other simulated political activities where the activity is primarily intended as an educational experience.
Adopted: June 26, 2001
Section GBJ PERSONNEL RECORDS AND FILES
Information about staff is required for the daily administration of the School District, for implementing salary and other personnel policies, for budget and financial planning, for responding to appropriate inquiries about employees and for meeting district, state and federal educational reporting requirements. To these ends, the School District will implement a comprehensive and efficient system of personnel records maintenance and control.
The personnel record will contain such information as is required by law and will include performance evaluations. The Superintendent or designee will be responsible for the maintenance and safekeeping of personnel files. The Superintendent will develop procedures regarding the content of personnel files and procedures for viewing such files.
Legal Reference: 20-A MRSA § 6101
20-A MRSA § 13015
26 MRSA § 631
Chapter 10, Rules for Disposition of Local Government Records
(Maine State Archives)
Americans With Disabilities Act of 1990, 42 USC
Family and Medical Leave Act of 1993, 29 USC 2611 et seq.
Adopted: June 26, 2001
Section GBJC RETENTION OF APPLICATION MATERIALS
State and federal law permit submission of complaints to the Maine Human Rights Commission and/or the U.S. Office of Civil Rights within six months of an alleged act of unlawful employment discrimination. In addition, state regulations require applications for employment to be retained for a period of two years.
As a precautionary measure, all materials accumulated in the process of filling instructional and support staff positions shall be retained for at least three years. Such materials include applications and accompanying materials, notes made in the screening, interviewing and reference checking process, and any other pertinent information. Materials related to the search process (such as advertisements, job descriptions and interview guides) shall also be retained.
All materials accumulated in filling administrator positions (positions requiring Maine Department of education administrator certification) shall be retained for at least three years.
Legal Reference: 5 MRSA § 4551 et seq. (Maine Human Rights Act)
20-A MRSA § 1001.13
Chapter 10, Rules for Disposition of Local Government
Records (Maine State Archives)
Equal Employment Opportunities Act of 1972 (P.L. 92-261)
Amending Title VII of the Civil Rights Act of 1964
(42 U.S.C. § 2000(e) et seq.)
Cross Reference: GCF – Professional Staff Hiring
GCFB – Recruitment and Hiring of Administrative Staff
GBJ – Personnel Records and Files
Adopted: June 26, 2001
Section GBJ-R ADMINISTRATIVE PROCEDURES PERSONNELRECORDS AND FILES
The school district shall maintain records of current and former employees in the Office of the Superintendent in accordance with state and federal laws and regulations.
Directory Information
As required by law, a record of directory information for each employee shall be open to inspection and copying by any person. Directory information shall contain:
A.Name of employee
B.Date(s) of employment by the school district
C.Regular and extra-curricular duties, courses, subjects taught, and any other responsibilities since the start of employment by the school district
D.Post-secondary education institution(s) attended
E.Major and minor field(s) of study as required by those institutions
F.Degrees received and dates degrees were awarded
Confidential Information
As required by law, all information (except Directory Information) about an employee, applicant for employment, or an employee/applicant’s immediate family shall be kept confidential if it relates to the following:
A.All information, working papers, and examinations used in the evaluation or selection of applicants for employment
B.Medical information of any kind, including information pertaining to diagnosis or treatment of mental or emotional disorders
C.Performance evaluations, personal references and other reports and evaluations reflecting on the quality or adequacy of the employee’s work or general character compiled and maintained for employment purposes
D.Credit information
E.The personal history, general character or conduct of the employee or any member of the employee’s immediate family
F.Complaints, charges of misconduct, replies thereto and memoranda and other materials pertaining to disciplinary action
G.Social Security number
H.Any teacher action plan and support system documents and reports maintained for certification purposes
I.Criminal history record information
Personnel Files
Personnel files will contain a cumulative history of the staff member’s employment, including formal or informal employee work evaluations and reports relating to the employee’s compensation and benefits. Any written record of a decision involving an employee disciplinary action by the School Board shall be included in the employee’s personnel file. If such action has been taken in a public meeting, it shall not be confidential.
Other Confidential Personnel Records
The school district will maintain the following confidential employee records separate from the personnel files:
A.Medical information of any kind
B.Teacher action plan and support system documents and reports maintained for certification purposes
Procedures for Review of Personnel Files
For the purpose of this section, a personnel file shall include, but not be limited to, any formal or informal employee evaluations and reports relating to the employee and information regarding the employee’s compensation and benefits which the Superintendent has in his/her possession. Also, the file shall include, but not be limited to, any written record of a decision involving an employee disciplinary action by the School Board, if such an action has taken place.
A.The Superintendent shall, upon written request and within 5 business days, provide the employee, former employee, or his/her duly authorized representative(s) with an opportunity to review and copy his/her personnel file, if there exists a personnel file for that employee.
B.Reviews of personnel files shall take place at the location where the personnel files are maintained and during normal office hours.
C.Reviews of personnel files shall take place only under the supervision of the Superintendent or the Superintendent’s designee.
D.The cost of any copying is to be paid by the person requesting the copy.
E.Access to confidential college placement records and letters of reference will be granted only to the Superintendent/designee.
Access to Personnel Files
Access to personnel files may be given to the following persons without the consent of the employee.
A.The Superintendent or his/her designee, the employee’s principal or other supervisor(s). Personnel files are not accessible to individual School Board members.
Relevant portions of a personnel file may be summarized and/or shared with the Board by the Superintendent when consideration is being given to performance evaluation, continuation of employment or disciplinary action.
B.The general public shall have access only to the Directory Information as outlined above.
Access to personnel files will not be granted to any other persons except under the following circumstances:
A.When the employee gives written consent for the release of his/her records. The written consent must specify the records(s) to be released and to whom they are to be released. Each request for consent must be handled separately; blanket permission for release of information will not be accepted.
B.Upon advice of counsel, when subpoenaed or under court order
Personnel Records and Files
The Superintendent has overall responsibility for maintaining and preserving the confidentiality of all employee/applicant records. The Superintendent may designate a staff member who shall be responsible for granting or denying access to records according to the guidelines in this policy.
Written reports shall be maintained in personnel files to document compliance with federal and state laws and regulations and School Board policies regarding employee evaluations.
Records Retention
MSAD #34 will retain all personnel records and files in accordance with applicable laws and regulations.
Legal Reference: 20-A MRSA § 6101
20-A MRSA § 13015
26 MRSA § 631
Chapter 10, Rules for Disposition of Local Government Records
(Maine State Archives)
Americans With Disabilities Act of 1990, 42 USC
Family and Medical Leave Act of 1993, 29 USC 2611 et seq.
Adopted: June 26, 2001
Section GBO FAMILY AND MEDICAL LEAVE
The Maine School Administrative District #34 shall comply with all applicable provisions of the federal Family and Medical Leave Act of 1993 (FMLA), the Maine Family Medical Leave Law, and any other Board policies and collective bargaining agreements regarding family and medical leave.
The Superintendent is responsible for implementing administrative procedures to comply with this policy.
Legal Reference: 29 USC § 2601 et seq.
29 CFR Part 825
26 MRSA § 843 et seq.
Adopted: February 29, 2000
Section GBO-R1 FAMILY AND MEDICAL LEAVE ACT (FMLA)ADMINISTRATIVE PROCEDURES
The following administrative procedures covers the main provisions of the federal Family and Medical Leave Act (FMLA). The guidelines in no way attempt to modify the Act, which should always be referred to when questions about implementation arise. The Superintendent of Schools is responsible for analyzing each employee request for leave to determine whether he/she is eligible under the federal and/or state statute. When an employee is eligible for leave under both the federal and state statutes, the applicable law with regard to each benefit shall be the one which provides the greater benefit (usually federal FMLA).
1. Eligibility Requirements
To be eligible under the FMLA, employees must work at a site where 50 or more employees of the same School Board are employed within 75 miles of that work site. An employee must have been employed by the School District for at least twelve months and have worked at least 1250 hours in the previous twelve-month period. According to the law, teachers employed on a full-time basis are presumed to meet the minimum hours requirement.
Under the FMLA, an eligible employee is entitled to receive up to twelve weeks of leave during a twelve-month period for the following reasons:
a. The birth and care of a newborn child;
b. The adoption or foster placement of a child with the employee;
c. To care for a spouse, child or parent with a serious health condition; or
d. The employee is unable to perform the functions of his/her position because of a serious health condition.
2. Administration
a. If the leave request is due to the employee’s serious health condition, the employee is required to provide medical certification stating the date the health condition commenced, the probable duration, the appropriate medical facts concerning the condition, and that the employee cannot perform the functions of his/her job.
If the leave request is due to the serious health condition of a family member, the employee is required to provide medical certification stating the date the health condition commenced, the probable duration, the appropriate medical facts concerning the condition, and an estimate of the time the employee will be needed to care for the family member.
b. The twelve-month period in which an employee is entitled to twelve weeks of FMLA leave shall be the 12-month period measured forward from the date an individual employee’s first leave begins
c. An employee must submit an application for leave at least 30 days in advance when the leave is foreseeable, or as soon as practicable if it is not foreseeable.
If an employee fails to provide 30-days notice of foreseeable leave, the leave may be delayed to start 30 days after notice is given, provided that the employee had actual notice of FMLA notification requirements.
d. Any leave taken for FMLA-qualifying purposes (including leave taken under employment policies, bargaining agreements, or contracts) shall also be applied to an employee’s annual FMLA entitlement. When paid leave taken for FMLA-qualifying purposes is exhausted, the balance of FMLA leave shall be unpaid.
e. Upon an employee’s return to work, he/she will be restored to his/her previous position or to an equivalent position with equivalent pay, benefits, conditions and terms of employment.
f. An employee returning from FMLA leave for his/her own serious health condition is required to submit medical certification that indicates fitness to return to work and ability to perform the functions of the job.
g. If the employee is unable to return to work because of his/her own serious health condition at the expiration of allowable FMLA leave, the Superintendent may consider a request for extension of unpaid leave and benefits on a case-by-case basis. Failure to return to work upon the expiration of FMLA leave may subject the employee to immediate termination unless such an extension is granted.
h. An employee who is not eligible for federal FMLA leave may be eligible for Maine Family Medical Leave.
Adopted: February 29, 2000
Section GBO-R2 MAINE FAMILY MEDICAL LEAVEADMINISTRATIVE PROCEDURES
The following administrative procedures cover the main provisions of the Maine Family Medical Leave Act. The guidelines in no way attempt to modify the statute, which should always be referred to when questions about implementation arise. The Superintendent of Schools is responsible for analyzing each employee request for leave to determine whether he/she is eligible under the federal and/or state statute. When an employee is eligible for leave under both the federal and state statutes, the applicable law with regard to each benefit shall be the one which provides the greater benefit (usually federal FMLA).
1. Eligibility Requirements
To be eligible for Maine Family Medical Leave, employees must work at a site where there are 15 or more employees of a School Board. An employee must have been employed by the School District for at least twelve consecutive months and have not taken such leave within the immediately preceding 24-month period, or have used less than 10 weeks of family medical leave.
Under the Maine Family Medical Leave Act, an eligible employee is entitled to up to 10 consecutive weeks of leave during a 24-month period for the following reasons:
a. Serious health condition of the employee;
b. Birth and care of the employee’s newborn child;
c. Placement of a child 16 years of age or less in connection with the adoption of the child by the employee; or
d. Serious health condition of a child, parent or spouse.
Serious health condition means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice or residential medical care facility or continuing treatment by a health care provider.
2. Administration
a. The Superintendent may require certification from a physician to verify the amount of leave requested. An employee who in good faith relies on treatment by prayer or spiritual means, in accordance with the tenets and practice of a recognized church or religious denomination may submit certification from an accredited practitioner of those healing methods.
b. An employee requesting leave shall provide at least 30 days’ notice of the intended dates upon which the leave will commence and terminate, unless prevented by medical emergency from giving required notice.
c. Any leave taken for Maine Family Medical Leave qualifying purposes, including leave taken under employment policies, bargaining agreements, or contracts, shall also be considered leave under the Maine Family Medical Leave and shall be applied to an employee’s 10-week Maine Family Medical Leave entitlement every 24-month period. When paid leave taken for Maine Family Medical Leave qualifying purposes is exhausted, the balance of Maine Family Medical Leave shall be unpaid.
d. During Maine Family Medical Leave, an employee shall be permitted to continue his/her medical insurance plan, providing the employee remits the monthly premium to the Superintendent’s Office no later than the first day of the month for which the premium is due.
e. Upon an employee’s return to work, he/she will be restored to his/her previous position or to a position with equivalent seniority status, benefits, pay, and other conditions and terms of employment.
f. |